1 David Yakobson
From: Najah Ha'San
Sent: Tuesday, May 27, 2025 9:43 AM
To: councilmtgitems
Subject: RE: Written Public Comment
Attachments: MEA - Vacanies .docx
Hello,
My name is Najah Ha’san, President of Santa Monica Municipal Employees Association (SMMEA). I am submitting the attached letter on behalf of SMMEA regarding the Public vacancy hearing tonight, May 27th at 5:30pm.
Thank you,
Najah Ha’san
Item 12-A
June 27, 2025
Item 12-A
June 27, 2025
Santa Monica Municipal Employees Association (MEA) – Statement for the Record
Public Hearing on City Staff Vacancies, Recruitment, and Retention Santa Monica City Council | May 27, 2025
Good evening, Honorable Mayor, Mayor Pro Tem and Councilmembers, Thank you for the opportunity to provide comments on the City’s vacancy report. The MEA shares your commitment to a high-functioning, stable public workforce and we appreciate the City’s acknowledgment that employee recruitment and retention are ongoing challenges requiring serious and proactive solutions.
However, we are deeply concerned by a proposal from City management to eliminate long-standing language from our MOU that allows employees to request classification studies. This provision ensures that job classifications are kept current, aligned with market conditions, and appropriately compensated. It also ensures transparency and adherence to civil service rules.
The vacancy report presented to you notes that it is “monitoring compensation trends and adjusting salaries when appropriate and feasible.” Yet eliminating this contractual process undercuts that claim entirely. If the City removes the only structured path for employees to request a classification review, how can it meaningfully track compensation trends or identify market misalignments?
To illustrate the value of this process, MEA points to the recent classification study for our Harbor Patrol Officers (PHSOs). That study began with a review of comparable classifications across local jurisdictions. While initial comparators were ruled out due to mismatches in duties or supervisory scope, further research led to more accurate and relevant comparisons.
Originally, outdated Redondo Beach salary data was used, which suggested only a modest adjustment. This corrected data reflects a necessary salary increase of 3.48 % to bring Santa Monica’s classification in line with this comparable. Without the employee-initiated review process, this critical update might never have been discovered or implemented. Another example is in 2023; the Forensic Specialist and Lead Forensic Specialist completed a detailed compensation study. Due to the varying job descriptions within the forensics job field, the Specialist had to provide detailed job descriptions to show both the similarities and differences amongst neighboring agencies, despite different job titles. This may have been overlooked had this not been initiated by those who are currently in the field and doing the job. Ultimately, with the provided data, the Forensic Specialist received a 2.12% equity adjustment, and the Lead Forensic Specialist received a 2.11% equity adjustment to bring Santa Monica’s Forensic Specialist in line with the local comparable cities such as Beverly Hills and Los Angeles. In 2024, fourteen compensation studies initiated by members resulted in equity adjustments for Santa Monica employees.
Item 12-A
June 27, 2025
Item 12-A
June 27, 2025
That’s the value of this system that is currently outlined in MEA’s MOU. It ensures our classifications stay aligned with a changing labor market and empowers employees to help maintain the integrity of the City's compensation structure.
We urge the City Council to support the continued inclusion of this classification study provision in MEA’s MOU. It is a low-cost, high-value mechanism that enhances fairness, supports transparency, and strengthens the City’s ability to retain skilled public servants.
Thank you for your attention and continued partnership.
Respectfully,
Santa Monica Municipal Employees Association (MEA)
Item 12-A
June 27, 2025
Item 12-A
June 27, 2025